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研究生:陳德明
研究生(外文):Chen, Der-Ming
論文名稱:組織公民行為對績效評估的影響-組織政治氣候知覺、自我效能與政治技能的調節作用
論文名稱(外文):the influences of organizational citizenship behavior on performance evaluation:organizational political climate, self-efficacy and political skill as moderators
指導教授:陳儀蓉陳儀蓉引用關係林鉦棽林鉦棽引用關係
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2009
畢業學年度:97
語文別:中文
中文關鍵詞:組織公民行為政治技能自我效能績效評估組織政治氣候知覺
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本研究為探討組織公民行為對整體績效評估的影響,而以組織政治氣候知覺、自我效能及政治技能為調節變項,透過層級迴歸分析方法來分析組織政治氣候知覺、自我效能及政治技能等因素對整體績效評估的調節作用。本研究採用問卷法收集資料,研究對象為醫療機構之護理人員,問卷設計分為A卷主管他評(直屬主管評量員工)與B卷員工自評兩部份,共發出1038份問卷,有效回收樣本為812份。經由實證分析結果發現,組織公民行為對整體績效評估有顯著性影響;組織公民行為分別與組織政治氣候知覺、自我效能及政治技能之交互作用對整體績效評估皆無顯著性影響。而後更進一步利用組織公民行為的五個構面-利他行為、認真盡責、認同公司、人際和諧及保護公司資源等做更一步的分析,發現利他行為、認真盡責及保護公司資源分別與組織政治氣候知覺的交互作用對整體績效評估有顯著性影響;認同公司與自我效能的交互作用對整體績效評估有顯著性影響;認同公司與政治技能的交互作用對整體績效評估有顯著性影響。基於此結論,本研究分別就學術面與實務面提出相關建議。
摘要...................................1
Abstract.................................2
誌謝...................................3
目錄...................................4
圖表目錄.................................6
第一章 緒論...............................8
第一節 研究動機...........................8
第二節 研究目的...........................9
第二章 文獻探討.............................10
第一節 組織公民行為.........................10
第二節 組織政治氣候知覺.......................18
第三節 自我效能...........................24
第四節 政治技能...........................29
第五節 研究假設彙總及研究架構....................33
第三章 研究方法...........................35
第一節 研究對象、施測程序及樣本分佈.................35
第二節 研究變數的測量........................37
第三節 資料分析方法.........................41
第四章 研究結果與分析........................42
第一節 敘述性統計及相關分析.....................42
第二節 直接效果之驗證分析......................45
第三節 交互效果之驗證分析......................47
第四節 研究結果...........................66
第五章 結果討論與建議........................69
第一節 研究結果與討論........................69
第二節 管理與實務意涵........................71
第三節 研究限制與後續的研究建議...................72
參考文獻...............................74
附錄.................................85
一、中文部份

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1. 何金銘、李安民 (2002)。組織政治知覺與工作滿足及工作壓力之關係. 人力資源管理學報, 2(4), 81-106.
2. 何金銘、李安民 (2002)。組織政治知覺與工作滿足及工作壓力之關係. 人力資源管理學報, 2(4), 81-106.
3. 林鉦棽 (1996)。組織公正、信任、組織公民行為之研究:社會交換理論之觀點. 管理科學學報, 13(3), 391-415.
4. 林鉦棽 (1996)。組織公正、信任、組織公民行為之研究:社會交換理論之觀點. 管理科學學報, 13(3), 391-415.
5. 林鉦棽 (2003)。以組織承諾及工作滿足為實徵切入分析組織公民行為與員工工作考績之結構模式比較. 人力資源管理學報, 3(2), 93-113.
6. 林鉦棽 (2003)。以組織承諾及工作滿足為實徵切入分析組織公民行為與員工工作考績之結構模式比較. 人力資源管理學報, 3(2), 93-113.
7. 林鉦棽 (2007)。跨層次觀點下印象管理動機與主管導向之組織公民行為的關係:社會互動與組織政治氣候的調節角色. 管理學報, 24(1), 93-111.
8. 林鉦棽 (2007)。跨層次觀點下印象管理動機與主管導向之組織公民行為的關係:社會互動與組織政治氣候的調節角色. 管理學報, 24(1), 93-111.
9. 黃庭邦、倪慧心(2007)。企業實施多源回饋促進員工行為發展的責任知覺、性格與組織因素. 人力資源管理學報, 7(2), 001-125.
10. 黃庭邦、倪慧心(2007)。企業實施多源回饋促進員工行為發展的責任知覺、性格與組織因素. 人力資源管理學報, 7(2), 001-125.
11. 廖國鋒、范淼、王湧水(2002)。從個體觀點探討組織成員因應組織變革之研究. 管理學報, 19(3), 451-474.
12. 廖國鋒、范淼、王湧水(2002)。從個體觀點探討組織成員因應組織變革之研究. 管理學報, 19(3), 451-474.
13. 廖國鋒、陳素子(2003)。領導者情緒智力對領導效能、部屬合作行為與組織承諾影響關係之研究. 人力資源管理學報, 3(4), 1-24.
14. 廖國鋒、陳素子(2003)。領導者情緒智力對領導效能、部屬合作行為與組織承諾影響關係之研究. 人力資源管理學報, 3(4), 1-24.
 
1. 轉化型領導對組織公民行為之影響-心理賦權與內控性格之角色探討
2. 好心有好報-組織公民行為的社會評價
3. 自我效能與情緒能力對組織公民行為的影響:同理心與集體效能的調節作用
4. 國小教師自我效能、工作特性、工作滿足、工作倦怠與組織公民行為之關係
5. 轉化型領導與組織公民行為之影響-自我效能與組織政治知覺之調節效果
6. 領導系統對組織公民行為的影響:傳統領導替代、主管組織公民行為和同事組織公民行為的調節效果
7. 組織公民行為之潛在得失:職涯主義、社會讚許、組織公民行為、角色負荷與工作壓力間關係之實證
8. 領導行為對服務氣候、組織公民行為與服務品質之影響探討
9. 轉換型領導、員工的內在動機與組織承諾對組織公民行為之影響-以公部門為例
10. 心理賦權、心理資本對組織公民行為之影響-轉換型領導之中介角色
11. 領導者政治技能對部屬信任之影響:以領導者名譽、主管與部屬溝通頻率為中介變項
12. 教師知覺人力資源管理措施對組織公民行為之影響—情感性承諾的中介效果
13. 工作特性對工作績效之影響-工作負荷認知與自我效能感調節效果之探討
14. 組織氣候與角色內行為、組織公民行為關係之研究-以組織承諾為中介變項
15. 內部行銷對組織公民行為影響之研究-以知覺組織支持作為干擾變數之探討
 
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